Recruiting staff in childcare has always carried a great responsibility. It is not only about filling vacancies with people who have the right qualifications, but also about safeguarding children, meeting strict regulatory standards, and demonstrating to Ofsted that your setting takes recruitment seriously. With the new Early Years Foundation Stage (EYFS) requirements coming into effect on 1st September 2025, safer recruitment is moving from being best practice to a compulsory expectation. Providers need to understand what has changed, what Ofsted will be looking for, and how to build these steps into day to day hiring.
Why safer recruitment is at the centre of compliance
The principle of safer recruitment is simple. Every stage of hiring should be designed to ensure that only suitable and trustworthy individuals are given access to children. In practice, this means having robust checks in place from the moment a role is advertised through to induction and beyond. It is not a one-off process. Safer recruitment runs through job descriptions, interviews, references, Disclosure and Barring Service (DBS) checks, probation reviews and ongoing supervision.
Ofsted inspectors will expect providers to be able to demonstrate that safeguarding is not just written down in policies but actively embedded in recruitment and staffing decisions. The EYFS update for September 2025 has strengthened these expectations so that there is no room for vague or informal processes.
Key changes from September 2025
References must be stronger and clearer
From September, employers will be required to obtain references directly from former employers. If candidates haven’t worked in early years for some time, it is important to apply to a referee where they last worked in childcare. It is not acceptable for candidates to supply “to whom it may concern” or for referees to provide general feedback, particularly if there has been safeguarding concerns. The reference must come from someone in a position of authority such as a line manager or training provider. It must also confirm employment dates, reasons for leaving. If there are inconsistencies, these must be followed up before a candidate starts work. This prevents unsuitable individuals from slipping through on the basis of weak or incomplete references.
A written safer recruitment policy is essential
All providers will now be expected to have a formal safer recruitment policy. This policy needs to outline how staff are vetted, what checks are completed, and how safeguarding considerations are prioritised during recruitment. Even where a childminder does not employ anyone, Ofsted may still ask about their approach to recruitment should their circumstances change.
The lead safeguarding role is renamed
The former term “lead practitioner” has been replaced with Designated Safeguarding Lead, bringing childcare into line with the broader safeguarding system used in schools and other settings. Every provider must have a designated lead with clear responsibilities and the authority to act if concerns arise.
Safeguarding policies must cover recruitment
It will not be enough for a setting to hold separate documents that only deal with safeguarding once staff are employed. The safeguarding policy must now show how safer recruitment is part of the wider safeguarding culture. That means referencing how interviews are conducted, what questions are asked about safeguarding, and how ongoing checks are managed.
Childminders and disqualification checks
The update also makes clear that disqualification checks must be applied where relevant to childminders, and that those employing assistants need to apply the same safer recruitment standards as larger group settings.
What Ofsted will be looking for
When inspectors visit, they will want to see evidence that safer recruitment is both understood and applied. That evidence may include:
- Reference requests that meet the new standards and are kept on file.
- A clear safer recruitment policy that links directly to the safeguarding policy.
- Appointment of a Designated Safeguarding Lead with training records to demonstrate competence.
- Recruitment records that show DBS checks, identity verification, right to work checks and interview notes.
- Examples of how concerns raised during recruitment, such as gaps in employment, were addressed.
How to make your recruitment Ofsted ready
Providers should take time now to review their processes ahead of the September 2025 changes. Begin by reviewing existing policies and updating them to reflect the new requirements. Create or refresh reference request templates so they ask the right questions. Maintain a central record of all safer recruitment activity, including references, checks, and induction details. Update job descriptions so that safeguarding is included as part of every role.
It is also important to ensure staff who are involved in recruitment, including managers and administrators, understand the changes. Training may be required so that everyone is confident in applying the new requirements consistently. Regular audits or internal reviews will help ensure that recruitment remains compliant and does not slip into old habits.
Final thoughts
Safer recruitment has always been a cornerstone of high-quality childcare. With the EYFS updates that take effect in September 2025, there is a renewed emphasis on making sure the recruitment process is rigorous, transparent, and centred on safeguarding children. Providers who act now to embed these changes will not only meet Ofsted requirements but will also show parents that they take their responsibilities seriously.
Ofsted ready recruitment is about more than compliance. It is about building a workforce that families can trust, a culture that values safeguarding, and a setting where children can thrive in safety.
